What is geographical discrimination?

Geographical discrimination is a type of discrimination based on someone's location or country of origin. Geographical discrimination can take many forms, and research confirms that long-standing labor market differences are associated with factors like the geographic areas where different groups are concentrated.

Geographical discrimination can be based on racial, regional, or even country-specific prejudices and stereotypes. It can also be based on convenience factors.

While acts of geographical discrimination are often committed against employees from a different country, discrimination based on a person's region of origin is also common—in fact, 41% of Americans believe rural residents face discrimination, compared to 33% who say the same about city dwellers.

Looking for specific details on how to hire around the world? Check out our hiring guides. (There are over 50!).

Examples of geographical discrimination

Geographical discrimination shows up in workplace decisions where location becomes the deciding factor, even when candidates are equally qualified.

Common examples include:

• Hiring bias: Rejecting a candidate because they're "from a small town" and don't have the right "cultural fit"

• Commute preferences: Choosing someone solely because they live closer to the office

• Regional stereotypes: Assuming someone from a certain area lacks sophistication or skills

Take this scenario: two equally qualified employees compete for a promotion. The hiring manager chooses one over the other, explaining, "I rejected candidate A because they're from a small town—they just have that small-town vibe."

Is geographical discrimination legal?

There are very few laws protecting employees and candidates against geographical discrimination. A person's location or origin is not a protected class; according to the EEOC, individuals are protected from employment discrimination based on race, color, religion, sex, national origin, age, disability, and genetic information. From an ethical standpoint, employers and managers should endeavor to treat employees the same no matter their location or geographical origin.

How to prevent geographical discrimination

While geographical discrimination isn't a protected class in most places, avoiding it is key to building a fair and inclusive workplace. It ensures you're hiring based on skill and potential, not stereotypes or convenience.

Here are a few ways to reduce the risk of location-based bias:

• Standardize your hiring process: Use consistent interview questions and objective evaluation criteria for all candidates, regardless of where they live.

• Train your hiring managers: Educate managers on unconscious biases, including those related to geography, accents, or perceived cultural fit.

• Focus on role requirements: If a specific time zone or location is necessary for a role, clearly define it as a business requirement rather than a preference.

• Create clear remote work policies: Establish transparent guidelines for remote and hybrid work to ensure decisions are applied consistently across the team.

Building fair global hiring practices

Here's the thing: talent doesn't have borders, but opportunity often does. Research shows, for example, that many Black workers are not located in places where job growth is projected to be fastest through 2030.

Focusing on skills, not zip codes, helps counteract systemic issues where certain groups are underrepresented in highest-growth geographies, allowing you to build stronger teams with more diverse perspectives.

A global employment platform helps by standardizing fair treatment across borders. Ready to build a team without borders? Start hiring globally and give talented people everywhere the opportunities they deserve.

FAQs

What's the difference between geographical and regional discrimination?

Geographical discrimination covers bias based on any location, while regional discrimination specifically refers to bias between areas within the same country.

Can employers consider location for remote work decisions?

Yes, but only for legitimate business needs like time zone requirements or legal compliance. The key is applying these consistently, not as a cover for bias.

How does geographical discrimination apply to global hiring?

It shows up as favoring "prestigious" countries, making nationality-based assumptions, or offering unequal pay for the same work. A global employment platform helps standardize fair treatment regardless of location.

Disclaimer: This article and all information in it is provided for general informational purposes only. It does not, and is not intended to, constitute legal or tax advice. You should consult with a qualified legal or tax professional for advice regarding any legal or tax matter and prior to acting (or refraining from acting) on the basis of any information provided on this website.